Tag Archives: salespeople recruitment

The Five Stages of Grief of a Bad Hiring Decision

Ships don’t sink because of the water around them, they sink because of the water in them. The same goes for business; if your team is underperforming, you could find the company sinking before your very eyes.

Ergo; hiring a bad salesperson can cost your business thousands; the same amount you could be making by hiring a good one.

Unfortunately for anyone who has made a disastrous hiring decision, there’s five stages of grief to battle before you see the light.

1. Denial — “No they can’t be this bad, I had a hand in hiring them!”

At this initial stage, you are still buying into the fact this person is right for the position, for your organisation. It takes a while for the news to sink in, and even when you can see it coming a mile away. Bunker down, this stage can linger on uncomfortably for weeks.

To push forward; fight the urge to protect them, you need to get critical about your team. You want different outcomes. Therefore, you need to think about them differently.

2. Anger/Frustration — “Is this possible? How did this happen? Whose fault is this?”

It’s normal to spend some time in this phase, but some people get stuck here and can’t move forward. That’s self-defeating because that ‘anger’ attitude is a HUGE barrier to moving forward and making the big decisions.

3. Bargaining — “Maybe if I just…”

You start promising yourself that you will be more careful next time. You will do this though in the hope things will change. Some miracle will happen, to demonstrate nothing different needs to be done.

4. Depression — “I’m never going to get another great employee for that position.”

Therefore, I keep what I have – better the devil you know. This is a normal feeling. How motivated are you to change the outcome you deserve?

5. Acceptance — “What’s next? What will I do differently to get a better outcome?”

The fact is that you can change the outcomes by selecting; who to invest in and who you will not. Bouncing off this decision, you WILL find another great employee. You will get through this! Congratulations on reaching this last stage, now to take the next actions to save your ship and move into calmer waters.

Next Steps:
  • RAISE the BAR – Do not allow under-performing to continue
  • TRAINING – Targeted to the needs of the team
  • HOLD PEOPLE ACCOUNTABLE
  • RECRUIT – Recruit ‘A’ Players only, using the SG Partner’s original and top rated Sales Assessment Tool – Download a Free Sample

“The goal of leaders is to create more leaders, not followers!”

great salesperson

How a Great Salesperson May Be Doomed to Fail at Your Company

Recruiting great salespeople- well some may think it’s a myth like “big foot”. Some would say they have seen it and yet cannot prove it. If I asked around, I’d probably hear about how sales recruitment is so haphazard and almost like a lottery. How did it get this reputation?

In an interview an average salesperson will tell you all the things you want to hear: 
  1. I know your products…
  2. Your applications…
  3. Your markets/clients
  4. I have huge number of contacts
  5. I have made budget time and time again
  6. I’d love to sell your product/services
  7. I can make a huge difference

You fall in love with the CV; the interview is warm and friendly, they have a gift of the gab, references they provide speak highly (and why wouldn’t they) and you hire them.

Three months later you feel they will not work out; you chastise yourself that perhaps you have not given them enough time and 6 months in you finally realise you hired a sales dud, ouch! How did this happen, what went wrong? I have the answers and the solution.

Three Reasons a Great Salesperson Can Fail at Your Company

1.      They can’t replicate the environment in which they had their success.

For example, a salesperson by the name Frank works for Company X, a well-renowned company with direct orders for its large sales team. Visit clients, quote on products, and come in with the lowest price- regardless of margin. Frank is the best salesperson by far, he has the biggest accounts and brings in the most revenue.

Now let’s pretend your company is not very well-known and is offering new products to the market. To be successful in your company, salespeople must call C-Suites tendering with prices higher than your competitors. Frank, formally the best salesperson at Company X, is hired with high expectations to continue his track record of first place finishes, at your company.

This is how one company’s great salesperson can fail at your company. 

2.      Great is relative.

Let’s examine this with Frank. Frank is clearly more lucky than great. His luck provided him a job in the right company, at the right time and with the best clients. Comparing this to the other say 100 salespeople in Company X, order takers at best, Frank appears to be great.

3.      The candidate wasn’t great at all.

Here’s the real reason you hired Frank. You felt some urgency, a position in an important territory was available, and Frank turned up. Creating instant relief after finding someone who not only has a winning personality, award-winning fictional resume but also performed tremendously in the interview. In essence, you were won over. Sure, this formula may has worked out for you in the past. But you’ve also hired salespeople that didn’t work out- using the same method. Hit or miss is not a model for success.

The year is 2017, there’s should be no excuse for a company’s poor hiring decision. Don’t hire yourself a Frank, instead opt to be frank with yourself and your current recruitment process and seek change.

So, how do I recruit great salespeople consistently?

What a question and how valuable a secret that would be to share. I’ve compiled all the secrets in a handy eBook and it’s yours free to download here, ‘Best Practice to Recruiting the Hardest Role in the Company.’

Learn the criteria for success when recruiting plus valuable insights to secure your ideal candidate. Isn’t it time that you stop repeating a process that is broken and get the help and tools that will make you a hiring genius?